Define Acceptable Behavior: Creating a framework for decisioning, using a published delegation of authority statement, encouraging sound business practices in collaboration, team building, leadership development, and talent management will all help avoid conflicts. Having clearly defined job descriptions so that people know what’s expected of them, and a well articulated chain of command to allow for effective communication will also help avoid conflicts. 2. Hit Conflict Head-on: By actually seeking out areas of potential conflict and proactively intervening in a just and decisive fashion will likely prevent certain conflicts from ever
Management is about: Order & consistency, protecting the existing structure, systems, traditions and the status quo, the belief that past success gives insight into the way forward and relying on accumulated facts. Vs. Leadership, which is about: creating change, vision, direction, organisation, values and destruction of the way we have always done it. A managerial culture emphasizes rationality and control; weather the manager’s energies are directed towards goals, resources, and structure or people a manager is a problem solver. From this perspective, leadership is simply a practical effort to direct affairs and to fulfill the task.
Transactional leaders encourage their team to achieve targets according to prewritten plans while transformational leaders Inspires people to do the unexpected and go beyond themselves to solves problems, regardless of plans (Babou, 2008). There is no right or wrong way of leadership styles. Many organizations are different in their own way. Some may require stricter rules and then you have some companies where they move more fluid and have room for improvising. It’s also depends on the chain of command and the employees to determine the appropriate leadership style.
Accountability: Accountability relates to the fact that the leader must accept the outcomes of the decisions taken by him. The leaders must accept the responsibility for both good as well as bad outcomes. When leaders are accountable for their actions and achieve success they become change agents for a positive change. These leaders are inspiring and they can become “heroes” for the teams they lead. When the leaders act as victims of failure and blame others, they avoid being accountable for their decisions.
Management should inform employees for every upcoming changes. When there is a lack of communication, it may cause employee to be more resistant to change. Being more proactive on communication will minimize risk and resistance among employees making them cooperative. A timeline should be made to address the implementations and employees who manage the process. An effective timeline will allow Rock Solid to provide the necessary equipment and training before implementing NetSuite.
The ideal boss in such cultures tries to look as impressive as possible, and subordinates expect to be told what to do, and not to be consulted . 2- Individualism Index describes the extent to which individuals define themselves through their individuality. People define themselves more through their role or position in the group and less through their personality. 3- Uncertainty avoidance index represents the degree to which uncertainty and ambiguity are felt as threats by employees. This shows also how they can handle anxiety and stress at work.
Leaders need to be very caring and show a genuine passion to work with others. Being passionate about the employees drives a leader to learn more about their greatest attributes and their greatest weaknesses. By learning these about each employee shows that not only does the leader what himself to succeed, but wants his employees to succeed as well. Furthermore, a leader needs to be sincerely caring on learning about its employees; it is not something that they should or can fabricate. If the employees feel that the leader does not care and they are only pretending to, then the employees will not respect the leader.
Two traits I desire to improve are courage to look at my own biases and keep them from interfering with my behaviors, opinions, and decisions and having the vigilance to see and immediately shut down any disrespectful behavior in my workplace. I have a very strong bias to what I think a hard or honest worker is. Being raised in a hard-working family it is sometimes hard to understand most people’s views of hard work. To me, being a hard honest worker is coming into work, doing the work you’re assigned without being asked and keeping the chit chat and socializing time down to a bare minimum. Also, a huge component of being a hard worker includes minimal to no complaining.
(McLeod 2007) In the process of our growth, obedience to authority is a deeply ingrained behavior. Once Enron' leader is engaging in unethical behavior by forcing employees to do something, they were afraid to loss their job. In order keep the job, employee would help leader to do some wrong
A leader’s attitude towards conflict will shift the situation to a positive or negative experience for the company and participants. For leaders to be effective at conflict resolution a helping relationship based on mutual trust, respect, candid communication and empathy needs to be employed. Conflict in Organizations Bercovitch  found that Conflict has no predetermined course or development thus it seems erroneous to view conflict from a negative perspective only as destructive or dysfunctional. It is true that conflict may be uncomfortable, it may even be a source of problems, but it is absolutely necessary if change is to occur, if organizations are to survive and adapt. Organizational change and innovation does not just happen, it requires a stimulant.